Why do we need a personal security policy?
The University of Lethbridge is committed to providing a living,
learning and working environment that is free of threats to personal
security and is supportive of productivity, academic achievement,
and the dignity, self-esteem and fair treatment of all members of
Does the policy affect freedom of expression in the academic context?
Nothing in this policy can be used to limit academic freedom, which
11 of the Faculty
Handbook is generally understood as the right of academic staff
to teach and conduct research without interference and without jeopardizing
When does the policy apply?
This policy applies when the personal security of a member of the
University community has been violated.
What is the definition of personal security
Personal security means freedom from violence, the threat of violence,
harassment, hazing, verbal abuse, abuse of a supervisor's authority,
and discrimination in contravention of the Alberta Human Rights,
Citizenship and Multiculturalism Act.
Will I suffer any consequences as a result of filing a complaint?
When a complaint is made under this policy, the complainant shall
not be subject to adverse academic or employment consequences unless
the complaint is found to be both untrue and malicious.
Does this policy affect my rights under a collective agreement
or the Faculty Handbook?
This policy is in addition to and not in replacement of the rights
an individual may have under law or contract. Nothing in this policy
shall limit or amend the provisions of collective agreements entered
into by the University and its employee groups.
Who is the complainant?
A person who alleges that a breach of this policy has occurred
which affects that person's ability to study, work, or live in the
Who is the respondent?
The respondent is a person who has, in the view of a complainant,
committed a breach of this policy that affects the complainant's
ability to study, work, or live in the University environment.
What is harassment?
Harassment means conduct or comments that are intimidating, threatening,
demeaning, or abusive and may be accompanied by direct or implied
threats to grade(s), status, or job. Harassment can occur between
people of differing authority or of similar authority. Harassment
may be directed at individuals or at a group. Harassment has the
impact of creating an environment that is hostile and limits individuals
in the pursuit of education, research, work or personal development
goals related to the individual's membership in the University community.
Harassment need not be intentional and can also include sexual harassment
Who does the policy apply to?
The policy applies to a member of the University community which
means any student, employee, volunteer, person participating in
a non-credit program offered by the University, person invited to
participate in a University sponsored event, contractor or guest
of the University.
What is a consultant and what do they do?
A consultant is an individual who has received training to do one
or more of the following:
- provide advice to the complainant, if this is what the complainant
- at the request of the complainant, discuss the situation informally
with the respondent, or
- at the request of the complainant or the respondent, attempt
to mediate the dispute.
What do I do if the consultant is unable to resolve the dispute?
If the intervention of a consultant or the respondent's appropriate
supervisor fails to resolve the dispute, the consultant or the appropriate
supervisor shall request that the complainant put the complaint
in writing and direct it to the administrator.
Can I approach the respondent's appropriate supervisor to assist
me instead of a consultant?
Yes, the respondent's appropriate supervisor can provide the same
service that is described above for consultants.
Does the consultant or the respondent's appropriate supervisor
have the right to intervene in a situation without my consent?
The consultant or appropriate supervisor cannot actively intervene
in the situation without the written consent of the complainant.
What happens if the situation remains unresolved with the assistance
The consultant or the respondent's appropriate supervisor shall
request that you, the complainant, put the complaint in writing
and direct it to the administrator.
Who is the administrator?
The administrator is the University employee with the authority
to conduct an investigation that may lead to disciplining measures
being taken against a member of the University community.
Where can I find the process for dealing with behaviour that contravenes
The entire process is outlined in section 3 of the policy.
If I file a written complaint is the respondent entitled to know
Yes. The respondent is entitled to know the identity of the complainant
and the nature of the complaint.
Am I entitled to confidentiality?
The parties to a complaint are entitled to confidentiality during
and following the resolution of a complaint and must preserve the
confidentiality of the other party.
What if the review of the complaint finds it to be both untrue
The respondent may file a written complaint with the complainant's
appropriate supervisor that will be dealt with through the collective
agreement, Student Discipline Policy or any other University policy.
Do I have to file a written complaint with an appropriate supervisor
or any other person?
Please contact Human Resources at 329-2274 if you require
clarification or additional information regarding the policy.